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Workforce Department

The department of Workforce services known as “HR department” is the first and the very last place where employees visit in our company and this department has a close relation with all employees. Some of this department’s duties are:

  1. Ensure Compliance with Labor Laws

One of the chief duties of the human resources office of your company is to ensure the business operates in compliance with all labor laws. The department has to know and comply with that state’s particular set of rules employment regulations. This includes such issues as the number of breaks given per number of hours worked and the number of hours and the age in which an individual can become employed.

2.Recruitment and Training

Recruiting and training new employees are primary responsibilities of the human resources team. This part of the job often entails advertising open positions, interviewing and hiring candidates and setting aside hours devoted to training the new recruits. The human resources department often publishes training materials including handbooks detailing all aspects of the job.

3.Payroll and Benefits

The dispensation of payroll comes under the responsibilities of the human resource office. While payroll often exists as a separate division in large companies, in small businesses, it is generally handled by a small human resources staff. Health care benefits are also handled by the human resource department.

4.Employer-Employee Relations

Another key function of the HR department is the managing of employee relations. When there is a dispute or misunderstanding between employees or between employees and a manager, it is the human resource officers who mediate the situation. Employees are encouraged to bring relational problems to the attention of the human resources staff for resolution.

5.Employee Performance Improvement Plans

The human resources department is often instrumental in setting up performance improvement plans commonly called PIPs. In general, these are written proposals designed to help struggling employees improve their work to raise it to a certain expectation level of the company. The PIP may include a description of the behavior or performance that needs attention, objectives to be met within a certain time period, a plan for accomplishing the improvement along with support resources and detailed consequences if the improvement does not occur.